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War of nerves | Money | The Guardian

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Kate Hilpern has heard worse. Far worse. 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careers}&amp;lpos={crumbNavigation}{2}">Work &amp; careers</a></li> </ul> </div> </div> </div> </div> <div id="box"> <div id="article-header"> <div id="main-article-info"> <h1>War of nerves</h1> <p id="stand-first" class="stand-first-alone">Ever had a nightmare interview? Kate Hilpern has heard worse. Far worse. She hears job-seekers' horror stories and tells you how to avoid them happening to you</p> </div> <ul id="content-actions"> <li class="third-party-tool no-comments "> <a id="buzzlink" href="http://web.archive.org/web/20090807114603/http://buzz.yahoo.com/buzz?publisherurn=the_guardian665&amp;targetUrl=http://www.guardian.co.uk/money/2003/jul/28/careers.jobsadvice&amp;summary=%3Cp%3EEver+had+a+nightmare+interview%3F+%3Cstrong%3EKate+Hilpern%3C%2Fstrong%3E+has+heard+worse.+Far+worse.+She+hears+job-seekers%27+horror+stories+and+tells+you+how+to+avoid+them+happening+to+you.%3C%2Fp%3E&amp;headline=War of nerves |Money |The Guardian">Buzz up!</a> </li> <li class="third-party-tool"> <a id="digglink" href="http://web.archive.org/web/20090807114603/http://digg.com/submit?url=http%3A%2F%2Fwww.guardian.co.uk%2Fmoney%2F2003%2Fjul%2F28%2Fcareers.jobsadvice&amp;title=War+of+nerves">Digg it</a> </li> </ul> </div> <div id="content"> <ul class="article-attributes no-pic multi-pub"> <li class="byline"> Kate Hilpern </li> <li class="publication"> <a href="http://web.archive.org/web/20090807114603/http://www.guardian.co.uk/theguardian" name="&amp;lid={contentTypeByline}{The Guardian}&amp;lpos={contentTypeByline}{1}">The Guardian</a>, Monday 28 July 2003 </li> </ul> <div id="article-wrapper"> <p>When Anne Owen turned up to an interview for a job in telesales earlier this year, the recruiter's line of questioning wasn't quite as she'd expected. "I was asked if I'd ever done a bungee jump," says the 23-year-old. "When I replied that I hadn't, I was told that I 'probably wasn't right for the job then' and was bundled out of the room." </p><p>Anne is not alone. According to new research from the website Totaljobs.com, far from coming away celebrating their new dream <a href="http://web.archive.org/web/20090807114603/http://jobs.guardian.co.uk/jobs/">jobs</a>, candidates are just as likely to leave an interview feeling insulted and misled. </p><p>"I went for a job in a shop," recalls one of the 5,000 respondents. "The recruiter blew smoke in my face and told me that if I ever stole from him, he would 'kick my head in'." Meanwhile, a respondent who went for a job as a receptionist remembers, "I was asked about the reasons for the break-up of my first marriage." </p><p>"Despite the amount of time and money invested by the human resources community to make the recruitment process as professional as possible, the majority of British job seekers still feel they get a raw deal at interviews," explains Keith Robinson, chief operations director for Totaljobs.com. More than a quarter of the women said they were quizzed about their marital status and whether they planned to have children. One individual admitted to having been asked "whether I was on the pill, and whether I ever forgot to take it". Another female candidate pointed to an interview consisting of "a line of men holding scorecards up as I walked past". Disturbingly, the "casting couch" is not a thing of the past, with a number of respondents even being asked to perform a sexual act in an interview. </p><p>And it's not just women who feel discriminated against. Despite the fact that 76% of UK businesses say that "opportunities to employ disabled people have not yet arisen", 20% of candidates have been asked personal questions about their disabilities and health that they felt were inappropriate. Older workers speak of negative experiences, too, with a number of respondents having reported sitting through interviews while seeing their age written or circled at the top of their CV. Having revealed her age as 45, one job seeker was told the company "did not want a coffin dodger". </p><p>Forty-one per cent of job seeking candidates feel they have been totally misled by a job description, the research also found. People spoke of finding at interview stage that the reality of the job was less challenging and interesting, as well as lower status, than the profile had led them to believe. More than half of job seekers point to another major gripe - never hearing back from the company at all. </p><p>A Recruitment Confidence Index special report from May this year confirms that despite the growth in political correctness and equal opportunities, recruiters do not always act as they should at interviews. The research among 1,200 employers found that one in five still use gut reaction as the basis for their selection decisions, looking to recruit people they like rather than the people with the best skills for the job. </p><p>"It's called the 'I know one when I see one' approach to job interviewing," explains Colin Mercer, director of assessment and development with the HR consultancy Wickland Westcott, who sponsored the research. "It leads to decisions based on personal bias or erroneous ideas about how people will perform in a role. There are a few rare people who are good at intuitive interviewing, but mostly it leads to expensive mistakes." </p><p>Matt Goff, psychologist for the SHL Group, agrees. "From my experience, about half the people who do interviews within their organisation are good at it and the other half are very poor, and this is the case across companies of all sizes. The latter is particularly common when line managers - who are often untrained in interviewing skills - get involved in recruitment." </p><p>A common example is of the interviewer saying something like, "Oh, my son went to the same university as you and I know it's fantastic. I think that's all we need to know" - and then employing them on that basis alone, he says. "The HR professionals are left with their heads in their hands because they know there's a good chance they won't wind up with the best person for the job - a mistake that can cost the businesses a huge amount of money." </p><p>A further risk to businesses is losing customers. Almost two-thirds of job seekers are more likely to shun offending companies' products and services after a negative recruitment experience, according to totaljobs. com. A UK satellite TV provider recently worked out that if an individual were to cancel a subscription following a negative experience, it could lose around &#163;30,000 from that individual over the course of their lifetime. </p><p>IT, financial, media and professional services scored particularly badly, with 71% of job seekers in these sectors likely to hold a grudge. Those in their late 30s are most likely to articulate their dissatisfaction with their wallets, with under-18s being least affected. Regionally, those in Cambridge felt most strongly on the matter, with 53% opting to spend elsewhere. </p><p>"Going for a job is one of the most sophisticated interactions with a brand that a person can make, and carries high emotional charge," says Keith Robinson. "Given the millions of pounds that companies spend on communicating their brand values externally, it's interesting to see how this can be undermined through the recruitment process." </p><p>The biggest gamble of all for companies with bad practice at interview stage is the fact that potential employees have increasing rights. According to recent research by the Work Foundation, UK organisations could be leaving themselves open to discrimination pay-outs of millions of pounds from job seekers. "According to employment law, it is illegal for employers to discriminate against applicants on the basis of sex, disability or race," says a spokesperson. "It will soon become illegal to discriminate on the grounds of age, sexual orientation and religion or belief." </p><p>Jonathan Chamberlain, a partner at law firm Wragge &amp; Co, advises candidates to respond to questions that they consider inappropriate at an interview by saying, "Do you feel the answer will have an effect on my ability to do the job?" "If, for example, a woman has been asked if she plans to have a family," he says, "there will be almost no cases in which the recruiter would be able to answer 'yes'. From a legal perspective, this means there is evidence being stored up that they are discriminating on the grounds of sex." </p><p>Do your homework about discrimination law, he adds. If you have a disability, for instance, you should be aware that under the 1995 Disability Discrimination Act (DDA), firms must make reasonable adjustments so you can get to the interview and do the job. In addition, the DDA states that they must not treat a disabled job applicant or employee less favourably than an able-bodied person. </p><p>Chamberlain points out that under the Data Protection Act, job applicants have the right to see a copy of notes made about them at interview. For a fee of up to &#163;10, people can ask to see these documents and what's more, they don't have to provide a reason. So even if you think you may have been treated unfairly, you can investigate. Careless remarks on someone's appearance, family background or race could lead the recruiter straight to the law courts. "Woolly phrases like 'won't fit in' and 'not the right sort for here' could also send the interviewee running to take out a discrimination case," he adds. Chamberlain believes that, for the most part, potential employees don't realise the extent of their rights and that if they did, the current examples of staggeringly bad interview techniques would soon become a lot less common. </p><p>Send your nightmare interview stories to <a href="http://web.archive.org/web/20090807114603/mailto:/" office.hours@guardian.co.uk">office.hours@guardian.co.uk</a>. 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class="section"> <h1>War of nerves</h1> This article was first published on <a href="http://web.archive.org/web/20090807114603/http://www.guardian.co.uk/theguardian" name="&amp;lid={historyByline}{The Guardian}&amp;lpos={historyByline}{2}">guardian.co.uk</a> at 12.58 BST on Monday 28 July 2003. 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href="http://web.archive.org/web/20090807114603/http://guardian.lcplc-online.co.uk/BestBuy.aspx?GUProdID=3699&amp;Type=F" name="&amp;lid={compareAndBuyPromo}{HSBC|link|Money}&amp;lpos={compareAndBuyPromo}{1}"> More </a> </td> </tr> <tr> <th scope="row" class="finance-row">Britannia</th> <td>4.39%</td> <td id="2.moreInfo"> <a href="http://web.archive.org/web/20090807114603/http://guardian.lcplc-online.co.uk/BestBuy.aspx?GUProdID=3601&amp;Type=F" name="&amp;lid={compareAndBuyPromo}{Britannia|link|Money}&amp;lpos={compareAndBuyPromo}{2}"> More </a> </td> </tr> <tr> <th scope="row" class="finance-row">HSBC</th> <td>2.74%</td> <td id="3.moreInfo"> <a href="http://web.archive.org/web/20090807114603/http://guardian.lcplc-online.co.uk/BestBuy.aspx?GUProdID=3514&amp;Type=V" name="&amp;lid={compareAndBuyPromo}{HSBC|link|Money}&amp;lpos={compareAndBuyPromo}{3}"> More </a> </td> </tr> </tbody> </table> </div> <ul> <li class="link info"> <a href="http://web.archive.org/web/20090807114603/http://guardian.lcplc-online.co.uk/bestbuy.aspx" name="&amp;lid={compareAndBuyPromo}{See more mortgage best buys|link|Money}&amp;lpos={compareAndBuyPromo}{4}"> See more mortgage best buys </a> </li> <li class="link bullet"> <a href="http://web.archive.org/web/20090807114603/http://guardian.lcplc-online.co.uk/Wizard1.aspx" name="&amp;lid={compareAndBuyPromo}{Get a personal quote|link|Money}&amp;lpos={compareAndBuyPromo}{5}"> Get a personal quote </a> </li> </ul> </div> <div id="finance-pane-1" class="finance-pane"> <div class="finance-table"> <table id="credit-card-table"> <col class="title"/> <col class="rate"/> <col class="more-info"/> <thead> <tr> <th scope="col">Name</th> <th scope="col">BT Rate</th> <th scope="col">BT Period</th> <th scope="col"></th> </tr> </thead> <tbody> <tr> <th scope="row" class="finance-row">Virgin Credit Card</th> <td>0%</td> <td>16 mths</td> <td id="1.moreInfo"> <a href="http://web.archive.org/web/20090807114603/http://www.moneysupermarket.com/CardsP/DoIQualifyExternal.asp?CardID=671&amp;ProviderID=790&amp;Source=GU07&amp;BestBuy=1&amp;Url=http://ad.uk.doubleclick.net/clk;207240094;29508258;g?http://uk.virginmoney.com/credit-cards/?source=MSP-AGG-50562-55903~amp~targetURL=/virgin/credit-cards-v7&amp;CatID=163" name="&amp;lid={compareAndBuyPromo}{Virgin Credit Card|link|Money}&amp;lpos={compareAndBuyPromo}{6}"> More </a> </td> </tr> <tr> <th scope="row" class="finance-row">NatWest Platinum</th> <td>0%</td> <td>15 mths</td> <td id="2.moreInfo"> <a href="http://web.archive.org/web/20090807114603/http://www.moneysupermarket.com/CardsP/DoIQualifyExternal.asp?CardID=1224&amp;ProviderID=352&amp;Source=GU07&amp;BestBuy=1&amp;Url=http://clk.atdmt.com/NAT/go/136621154/direct/01/&amp;CatID=163" name="&amp;lid={compareAndBuyPromo}{NatWest Platinum|link|Money}&amp;lpos={compareAndBuyPromo}{7}"> More </a> </td> </tr> <tr> <th scope="row" class="finance-row">MBNA Platinum</th> <td>0%</td> <td>13 mths</td> <td id="3.moreInfo"> <a href="http://web.archive.org/web/20090807114603/http://www.moneysupermarket.com/CardsP/DoIQualifyExternal.asp?CardID=1300&amp;ProviderID=553&amp;Source=GU07&amp;BestBuy=1&amp;Url=http://ad.uk.doubleclick.net/clk;215283360;37415498;k&amp;CatID=163" name="&amp;lid={compareAndBuyPromo}{MBNA Platinum|link|Money}&amp;lpos={compareAndBuyPromo}{8}"> More </a> </td> </tr> </tbody> </table> </div> <ul> <li class="link info"> <a href="http://web.archive.org/web/20090807114603/http://www.moneysupermarket.com/link.asp?Source=GU07&amp;Section=cardsbestbuys" name="&amp;lid={compareAndBuyPromo}{See more credit cards best buys|link|Money}&amp;lpos={compareAndBuyPromo}{9}"> See more credit cards best buys </a> </li> <li class="link bullet"> <a href="http://web.archive.org/web/20090807114603/http://www.moneysupermarket.com/link.asp?Source=GU07&amp;Section=cards" name="&amp;lid={compareAndBuyPromo}{Compare over 300 credit cards|link|Money}&amp;lpos={compareAndBuyPromo}{10}"> Compare over 300 credit cards </a> </li> </ul> </div> <div id="finance-pane-2" class="finance-pane"> <div class="finance-table"> <table id="loan-table"> <col class="title"/> <col class="rate"/> <col class="more-info"/> <thead> <tr> <th scope="col">Provider</th> <th scope="col">Typical APR</th> <th scope="col"></th> </tr> </thead> <tbody> <tr> <th scope="row" class="finance-row">Sainsbury's Personal Loan</th> <td>7.9%</td> <td id="1.moreInfo"> <a href="http://web.archive.org/web/20090807114603/http://www.moneysupermarket.com/loansp/LoansExternalDb_new.asp?LoansId=1562&amp;BestBuy=1&amp;Source=GU07&amp;Url=http://www.sainsburysbank.co.uk/borrowing/micro/bor_loans_ms_apply.shtml?source=NETMSBBDLOANMSIT0001" name="&amp;lid={compareAndBuyPromo}{Sainsburys Personal Loan|link|Money}&amp;lpos={compareAndBuyPromo}{11}"> More </a> </td> </tr> </tbody> </table> </div> <ul> <li class="link info"> <a 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Manager/Associate Director - Qualitative&amp;hellip;|Money}&amp;lpos={jobsBox}{2}">Research Manager/Associate Director - Qualitative&hellip;</a></h4> <p><span class="employer">aquent marketing services.</span> <span class="location">fascinated by public sector qualitative market res&hellip;.</span> <span class="wage">拢32-40,000 + benefits.</span> </p> </li> <li><h4> <a href="http://web.archive.org/web/20090807114603/http://jobs.guardian.co.uk/job/895572/business-consultant?RSSSearch=0&amp;gusrc=gu_jobs_box_Money&amp;link=Money_jbx_vac" name="&amp;lid={jobsBox}{Business Consultant|Money}&amp;lpos={jobsBox}{3}">Business Consultant</a></h4> <p><span class="employer">sammons group.</span> <span class="location">midlands/north west.</span> <span class="wage">up to 拢45,000 plus benefits.</span> </p> </li> <li class="odd"><h4> <a href="http://web.archive.org/web/20090807114603/http://jobs.guardian.co.uk/job/897701/managing-editor-editorial-and-production?RSSSearch=0&amp;gusrc=gu_jobs_box_Money&amp;link=Money_jbx_vac" name="&amp;lid={jobsBox}{Managing Editor - Editorial and Production|Money}&amp;lpos={jobsBox}{4}">Managing Editor - Editorial and Production</a></h4> <p><span class="employer">tfpl.</span> <span class="location">our client is a leading international investment b&hellip;.</span> <span class="wage">Negotiable.</span> </p> </li> </ul> <script type="text/javascript"> //<![CDATA[ function doSearchAllSubmitUK( form ) { var jobsSectionToSearch = 'finance'; var freeText = 'finance'; var searchTextField = document.getElementById( 'freetext-searchalljobs' ); var keywordElem = document.getElementById( 'keyword-searchalljobs' ); var isSectionSearch = function() { return jobsSectionToSearch != ''; } var textIsModified = function() { if( isSectionSearch() ) { return ( searchTextField.value != 'Search all ' + 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